Bus310 Strategic Compensation: Research Project Assessment Answers

Answer:

Manage job loss and job search challenges

Preparing for positive action

Unexpected job loss is a transition that people get in and the initial reaction for the people is the condition of helplessness and they are in the awkward position. Shock and denial in case of an operational sector of the organisation and emotions have come in form of anger. Positive control by staying open-minded and be flexible for any kind of job opportunity help job seeker to find the job. As proposed by Lim et al. (2016), the situational change in the organisation will happen by the effective inputs of employees. In case of job search, the proactive network is important for the job seekers and they get more opportunities in the job.  

Pursue research clarity and stamina

Research clarity is important for the profitable business deliverance. Unprofitable products are mitigated from the company and effective negotiation will be placed for the development of the global market. In case building stamina, positive thinking, visualise the process, the process for the setback and managing stress is the most important approach in perusing clarity (Durfee 2015). The positive approach while giving an interview is also important as the job opportunity of getting selected in the interview will be formed through this process.

Optimize job search performance

Leading in new job opportunities help an employee to grow and deliver in diverse condition as well. The prosperous career is awaiting for the employees and through the employee, an organisation can achieve their optimum level of achievement (Altmann et al. 2018). For the improving job opportunities, a good resume is very important. According to the Durfee's law, sense of dress and the present in front of an interviewee is an art of interview process and level of performance is also improving by that process. The self-confidence and use of technological advancement is the key opportunity that job seeker must have for the selection process in the organisation.

Build a productive job search environment

Job search environment is related to employees' identity of doing the job and their directive approach for the selection of jobs. In this economic world order, companies are downsizing their operations and engage more technological processes to make more advantage in productivity and efficiency (Liu, Huang and Wang 2014). The job environment is created by its place, political situation of the nation, employees and administrative behaviour. The feel free atmosphere will reflect if all these environmental factors are sustained in the organisation and job seeker will engage with the situation easily.

Successful job search

Create a career profile

Career profile contains all the academic success, achievements, different courses and the self-assessment draft, which discover the objectivity of the job seeker. In case of creating a profile, the resume is the only medium of showcase that in front of the interviewee (Gowan 2014). The profile also delivers the belonging of the personal and make a clear objective of heading towards the goal. The profile must be concise and focus on the job listing that organisation needs from a particular employee. Focus in future is also needed from the job seeker point of view and that reflected by the interviewer attitude.

Look good on paper

A proper paper, which will be designed by the interviewer must be interesting and informative at the same time. The paper will showcase the aim and objectivity of the person, trying to engage with the company. The paper will showcase the additional dynamics of the person, which are strengthening the process of selection chances (Durfee 2015). The paper will maintain a thin line what chances the job seeker wants for the company and what the person will deliver for the development of the company.

Good in decision making

Good decision making is an important skill in the workplace. Ineffective leadership, good decision making helps the entire process to formulate. Effective decision making helps in bringing new ideas, innovative thoughts from the management (LePine et al. 2016). In the case of effective decision making, the productivity of the company or the technological enhancement is possible for the development of business as well.

Contacting decision making, presenting effective and formative negotiation with contracts

Shaping communication skill

The communication skill improves the quality of understanding the situation. Verbal and Non-verbal communication helps in the organisational attachment. Business dealings are important for the management and that is the reason effective interaction with employees will make a sustainable approach for the organisation (LePine et al. 2016). The right decision can be taken after the proper interaction with employees and the process of power relation will be mitigated by the legitimate communication skill.

Make interview opportunity

Interview opportunity will deliver an effective platform for job seekers to have a potential position in the organisation. The effects of that process help in long-term cases, when the particular employee is liable for the organisational success. Job seekers also wait for the opportunity to have that platform, where they can showcase their talent. 

Negotiate with contracts and closing deal

Negotiation is the final step to get engaged with the organisation. The negotiation deals are important for the company as the company delivers the packages to the job seeker, which suited for the post. The basic engagement is coming from the extrinsic motivation and the motivation will be formed in money Lim et al. (2016). The negotiation of monitory dealing and closing the deal in a solicit position helps both the parties to implement the job deliverance process in an effective way.  

Work Schedule 

Timetable: Entire work schedule of the project

References

Altmann, S., Falk, A., Jäger, S. and Zimmermann, F., 2018. Learning about job search: A field experiment with job seekers in Germany. Journal of Public Economics, 164, pp.33-49.

Durfee, A., 2015. “Usually It’s Something in the Writing”: Reconsidering the Narrative Requirement for Protection Order Petitions. University of Miami Race & Social Justice Law Review, 5(2), p.469.

Gowan, M.A., 2014. Moving from job loss to career management: The past, present, and future of involuntary job loss research. Human Resource Management Review, 24(3), pp.258-270.

LePine, M.A., Zhang, Y., Crawford, E.R. and Rich, B.L., 2016. Turning their pain to gain: Charismatic leader influence on follower stress appraisal and job performance. Academy of Management Journal, 59(3), pp.1036-1059.

Lim, V.K., Chen, D., Aw, S.S. and Tan, M., 2016. Unemployed and exhausted? Job-search fatigue and reemployment quality. Journal of Vocational Behavior, 92, pp.68-78.

Liu, S., Huang, J.L. and Wang, M., 2014. Effectiveness of job search interventions: A meta-analytic review. Psychological bulletin, 140(4), p.1009.